| Comment Number: | OL-10509824 |
| Received: | 3/15/2005 6:46:59 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
I agree that we do need more flexibility in hiring, classification, performance management, etc., but I disagree that NSPS is the method to accomplish these goals. Completely overhauling the current personnel system, without any details beyond references to "implementing issuances", will not "...help attract skilled, talented, and motivated people, while also retaining and improving the skills of the existing workforce". It will, however, create chaos and low morale among a workforce presently supporting Global War On Terrorism and facing BRAC 05. Some specific comments: Subpart C, Pay & Pay Administration, Section 9901.332, Local Market Supplements - This assumes my insurance premiums, utilities, rent, etc., will also adjust according to my career group/occupation/pay band. I understand the need to retain and recruit special career fields, but this plan essentially punishes the rest of us. Subpart C, Pay & Pay Administration, Section 9901.341, Performance Payouts - Adding a pay pool manager will increase bureaucracy in one of the few existing areas where managers now have some direct control. Also, I may at least have some control over my personal performance and contribution in a system that can continually change the rules, but what exactly constitutes "organizational performance"? Who makes this judgement and where is the oversight?